Performance reviews can be a great opportunity to receive valuable feedback, celebrate achievements, and set new goals. But sometimes, the conversation takes a turn—or worse, your manager’s behaviour makes you wonder if there’s more going on under the surface. Spotting warning signs in your review can help you decode what’s really being communicated (or avoided). Here are some common performance review red flags—and how to handle them if the meeting starts going wayward.
1. The Eye Contact Evasion
If your manager can’t seem to make eye contact and is glued to their notes or the clock, it might mean they’re uncomfortable—or worse, sidestepping critical feedback. Avoiding eye contact can suggest they’re not fully engaged in the conversation or are hoping to gloss over some hard truths.
Take Control: Try gently steering the conversation toward specific topics, like asking, “Could we go over my goals from last quarter? I’d love to hear your thoughts on where I’ve been most effective and where I could improve.” This can help refocus the review and draw out any overlooked feedback.
2. Rushing Through Like It’s a Race
If your review feels like it’s on fast-forward, it’s a red flag that your manager may be avoiding deeper discussions. A rushed review may mean they’re uncomfortable or just not taking the time to invest in your growth. Remember, this is your dedicated time to discuss your career, so you deserve a thoughtful conversation.
Take Control: Slow things down by asking follow-up questions. For example, “Can we spend a bit more time on my recent project? I’d love your input on where I excelled and what you think I could improve.” Pausing to dig deeper encourages a more meaningful exchange and signals that you’re invested in your growth.
3. Vague Feedback Without Examples
Feedback is only useful when it’s clear and actionable. If you’re hearing phrases like “You could be more proactive” or “There’s room for improvement” without specific examples, it’s hard to know exactly what to work on.
Take Control: Politely ask for more details. Try something like, “Could you give me an example of where I could have shown more proactivity? I want to make sure I’m clear on what’s expected.” A good manager will appreciate your interest in clarity and growth, and if they can’t provide specifics, it might reveal something about their preparation—or lack thereof.
4. Comparing You to Colleagues
Hearing comparisons like, “Why can’t you be more like [Colleague’s Name]?” is not only unhelpful, it’s a major red flag. Everyone brings unique skills to the team and comparing you to a colleague can feel like a dismissal of your strengths.
Take Control: Redirect the focus to your individual contributions and goals. Respond with, “I appreciate their work too, and I’d love to hear more about where my specific strengths can support our team’s goals.” This can help steer the review back toward your unique value without fostering resentment or competition.
5. Using the Review to Gossip
If your performance review veers into personal critiques of other team members or office gossip, it’s a sign that professionalism has left the room. A performance review should focus on your development—not as a forum for unrelated issues or petty complaints.
Take Control: Politely bring the conversation back to your performance by saying, “I’d like to focus on my goals and contributions, so could we look at my achievements this past year?” This subtle nudge refocuses the review on what matters and keeps the tone constructive.
6. The “Let’s Keep This Short” Attitude
If you get the feeling your manager is just trying to check off a box, it’s likely a sign they’re not fully engaged in your development. A half-hearted review can signal a lack of interest in fostering your growth, and this attitude can be a warning sign of how much support you might expect in the future.
Take Control: Show that you value the opportunity to grow by asking thoughtful questions. For instance, “What would you say are the top areas I should focus on for career development this year?” This demonstrates your commitment to improving and can signal that you expect the same level of engagement in return.
Too Many Warning Signs? Time to Make a Move
If your performance review is packed with these red flags, it might be a sign that it’s time for a fresh start. At Leading Roles, we’re here to help you find the right role that values your growth and contribution. Contact us at hello@leadingroles.com.au or call 1800 088 000 to explore new opportunities where your career can truly thrive.